Tempo Organisational Development

Through a high quality organisational development intervention, Tempo Strategies worked in partnership with the Fair Work Ombudsman to build a cohesive senior leadership cohort which focussed on business strategy and performance. Their extensive experience and expertise made the program a great success.Giorgina Strangio, Executive Director Human Resources, Fair Work Ombudsman

Positioning an organisation and its leaders for the future requires a focus on the design, structure, business model and capability for the future. Tempo’s approach is to work at both organisational and individual levels and services include:

Leadership and executive development
We design and deliver programs and interventions that can be modular or residential in structure, and include experiential learning, simulation, peer coaching, business-focused team project work, executive profiling, 360 feedback and coaching.

Capability building
By understanding the organisation’s goals, Tempo Strategies can analyse capability gaps and design strategies to build or align capability in leaders and teams. We have particular strengths in developing planning, project management and people management capability.

Case Study
Tempo has worked with the Chief Executives of the Fair Work Ombudsman and the Murray Darling Basin Authority. These were separate assignments to position each as an independent regulatory agency for the future, by building capability in the executive and middle management cohorts for significant shifts in direction and for changed business models.

In both organisations, Tempo designed and delivered bespoke leadership development programs strongly focussed on their business directions. In one organisation, the program targeted the geographically dispersed sixty top senior executives and managers. The program was conducted over 6 months, and was highly aligned to the business needs of the organisation in a period of transition.

In the other organisation, a modular four month program was delivered over two years to successive cohorts of senior and middle managers – a total of about eighty participants. Tempo worked closely with the CEO, senior executive and directors of HR to ensure an engaging, experiential program.